Resistance to Change in the Workplace

1154 Words Jun 24th, 2018 5 Pages
Understanding and Coping with Change: Change is a process that occurs everywhere though many people are generally reluctant to embrace the concept. One of the major reasons for difficulties in accepting or embracing change is that humans are creatures of habit and adhere to daily routines. Consequently, when change occurs, people’s activities and thought patterns are interrupted. While understanding and coping with change is an important part of daily life, embracing the concept is relatively a difficult process for many people. Actually, this process is characterized by resistance to change due to internal and external factors. Some of the major reasons why individuals are resistant to change include self-interest, lack of trust in …show more content…
He expressed the uncertainty by arguing that the organizational change could not lead to the accomplishment of the desired results. His concern over personal loss was demonstrated in his preference for the existing mode of operation and organizational culture. He assumed that this change could result in loss of the personal freedom he had while working through the existing mode. Therefore, Robert Smith’s resistance to change was caused by internal factors.
Overcoming that Resistance: The community based organization needs to develop an effective plan to overcome the resistance to change as expressed by Robert Smith and other employees. This plan should focus on addressing some of the major internal and external factors that contribute to that resistance. The most appropriate strategy for overcoming that resistance would require the use of Kotter’s theory for change. Moreover, the plan needs to address the most common rationale for resistance to change such as self-interest, lack of trust in management, low tolerance for change, differing assessments of the need for change, and lack of understanding (McVay, p.301). Based on Kotter’s theory for change, the first step in overcoming the resistance is to change is through establishing a sense of urgency and compelling reason of the need for the organization to move

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